HRIS Administrator

At Quickbase, were on a mission to end a universal problem: Gray Work. The ad-hoc, manual work we do looking for documents, resources, etc when technology isnt working for usthats Gray Work, and it negatively impacts productivity, employee well-being and a companys bottom line. Quickbases platform for Dynamic Work Management (the first ever) empowers nearly 12,000 organizations like Consigli, Suffolk, Valvoline, Daifuku and more to take on Gray Work by bringing people, processes, and data together into one central location, so employees can stop chasing information across systems and focus on work that makes an impact. The Quickbase application development platform uses AI to empower anyone, regardless of technical or developer expertise, to easily build and customize scalable business solutions in just a few clicks, without compromising security, or IT governance and control.

By connecting everything through a single source of truth, the Quickbase helps businesses mitigate risk, reduce waste, and cut down on unexpected costs. And with automated workflows and granular permissions, the right people will have access to the right information. Job Description. What youll do in this role:.

The HRIS Administrator performs a range of administrative and client service functions related to human resources. They work closely with the entire EX HR team and partner closely with finance and IT to ensure a smooth and seamless global employee experience. The HRIS Administrator will support the daily needs of all employees, often the person answering questions or directing employees to the appropriate resource either person and/or system. The HRIS Administrator will also be responsible for basic functions within People Operations including records and file maintenance, HRIS data entry and other employee events.

You will:. Manage the QBHR email to answer employee requests and questions, direct them to self-service options, or refer them to appropriate HR team members. Perform HRIS maintenance including data entry and generating reports; work closely with EX HR Operations leads to ensure data maintenance is accurate and timely; conduct audits on a regular schedule. Assist with processing all employee changes including onboarding, offboarding, status and manager changes, compensation updates, etc This includes updating HR systems, generating employee status change letters, and collecting signatures as required.

Maintain accurate and up-to-date human resource files, records, and documentation; conduct periodic audits of HR files and records to ensure required documents are collected and filed appropriately. Answer frequently asked questions from employees related to employment policies, benefits, hiring processes, etc Update the EX-intranet site (Homebase), including coordinating with internal partners to ensure content is up-to-date and accurate, identifying new and interesting content for employees. System administrator primary contact for vendor correspondence, triaging issues, coordinating vendor meetings, etc HRIS Paylocity and all modules (Performance, Benefits, Feedback, LMS, etc). HRIS Employee Central.

HRIS Performance Reviews app. HRIS Euro Portal. Compensation SimplyMerit. Immigration Tracker app.

Glint. Employee lifecycle support. Onboarding. Automation between Hirebridge and Paylocity.

Troubleshooting errors in Paylocity Onboarding. Ensure correct data entry/formatting for new hires in Paylocity; partners with TA (clear communications, logical timelines, etc). Partner with IT to ensure new hire data syncs to Okta upon hire. Manual new hire data entry into Employee Central.

Employee position and compensation changes. Triage submitted requests (partners with Payroll for tasks). Leads large scale change projects such as reorgs (using custom data collection templates) for employee/manager data. Performance and Compensation cycles.

Prep the applications before each cycle. Provide technical training documentation for employees and managers. Supports technical issues and questions during the cycle. Offboarding.

High touch collaboration with Payroll and IT/Security to work through processes that are currently very manual (improvement in process). Manage non-traditional processes ranging from traditional terms (voluntary resignations with standard notice periods) to fast terms (involuntary terms with specific access cutoff timeframes) and mass layoffs. Infrequent cases of garden leaves where access is temporarily suspended also requires hands-on management. HR data management.

Proactively protect data integrity. Enforce term standardization (such as employment types, department names, job titles, work locations, etc). Oversee data input (as described above onboarding, changes, etc). Facilitate critical EX HR data reporting:.

Pull reports for others (data requests tracked in a QB app). Enable self-service reporting for select users. High visibility requests for the organization including Vista and the Board. Broadly, serve as strategic partner for projects and initiatives that involve translating EX HR business needs to tech solutions, or providing tech to support EX HR processes, etc Ideally, youll have:.

2-3 years of experience in a business environment. Exposure to human resources a plus; interest in human resources a must. High level of comfort with technology including research, collaborative tools, and office systems. Attention to detail and discretion when working with confidential data.

Outstanding organizational skills. Strong intellectual curiosity, willingness to ask questions and desire to participate in changing systems and processes. Able to discern when to refer questions and when to answer them. Good judgement. •